How do I prove retaliation?

To prove retaliation, you generally need to show three things: (1) Protected activity: you reported misconduct, requested accommodations, took protected leave, or asserted your legal rights; (2) Adverse action: you were fired, demoted, written up, had your hours cut, were excluded, or faced another negative job action; and (3) Connection (causation): evidence the adverse action happened because of your protected activity. Even without direct evidence, retaliation can be proven through patterns and suspicious timing.

Can my employer fire me for reporting harassment or discrimination?

No. It is illegal to fire or punish an employee for reporting harassment, discrimination, or other workplace misconduct. If you were terminated soon after filing a complaint or advocating for yourself or a coworker, that can be a strong sign of retaliation. Even if the employer claims the termination was for performance or restructuring, evidence may show the real motivation was the complaint.

Do I need documentation?

Documentation can help, but it is not required to win a retaliation case. Retaliation can be proven using your own testimony, witness statements, timing and patterns, HR or management behavior, a sudden shift in how you were treated, and inconsistent explanations from your employer. Employees do not always have access to emails, texts, or HR notes, and the law recognizes that reality. An attorney can help gather additional evidence to support your claim.

How long do I have to file a claim?

In most cases, you have three years from the date of the retaliatory act to file a claim under California’s Fair Employment and Housing Act (FEHA). Because deadlines can vary depending on the type of claim and can be easy to miss, it’s important to speak with an attorney as soon as retaliation occurs.

Workplace Retaliation

California Workplace Retaliation Attorneys

No employee should be punished for doing the right thing. If you reported discrimination, asked for medical leave, requested accommodations, stood up to harassment, or raised concerns about illegal conduct, retaliation is against the law, and you have the right to be protected.

Retaliation can be obvious, like sudden termination, or subtle, like write-ups, demotions, schedule changes, or hostility after you speak up. No matter how it happens, it is illegal.

At Ranen Khademi PC, we represent employees across California who were retaliated against for exercising their legal rights. As former defense attorneys, we understand exactly how employers attempt to justify retaliatory behavior, and we know how to expose those tactics and fight for justice.

What Counts as Illegal Workplace Retaliation?

Workplace retaliation happens when an employer punishes an employee for engaging in a protected activity. California law provides broad protections, and many employees don’t realize how often retaliation happens.

Common forms include:

Retaliation After Reporting Misconduct

It is illegal to punish employees who report:

Discrimination or harassment
Wage theft or unpaid wages
Safety violations
Illegal or unethical activity
Hostile work environment

Retaliation for Requesting Accommodations or Medical Leave

You are protected when you request:

Disability accommodations
Pregnancy accommodations
Mental health accommodations
Remote or modified duties

FMLA, CFRA, or Pregnancy Disability Leave (PDL)

Retaliation After Filing a Complaint or Cooperating With an Investigation

You are legally protected when you:

Report misconduct to HR
Support a coworker’s complaint
Make a report to CRD/DFEH, EEOC, OSHA, or the Labor Commissioner
Participate in an internal investigation

Retaliation After Whistleblowing (Labor Code Section 1102.5)

This includes:

Reporting illegal activity
Reporting safety issues
Reporting fraud
Reporting violations of state or federal law
Even internal complaints are protected.

Common Forms of Retaliation

Retaliation can look like:

Termination
Demotion
Reduction in hours
Pay cuts or loss of bonuses
Write-ups or sudden performance issues
Hostility, exclusion, or bullying
Schedule changes
Denied opportunities
Forced resignation

If something suddenly changed after you spoke up, your employer may have retaliated.

How to Prove Workplace Retaliation in California

To prove retaliation, you must show:

1. You Engaged in a Protected Activity

Examples:

Reporting harassment
Asking for accommodations
Requesting medical leave
Filing a complaint
Opposing discrimination

2. Your Employer Took an Adverse Action

Such as:

Firing
Demotion
Discipline
Pay cut
Reduction in hours
Hostile work environment

3. A Connection Between the Two

Indicators include:

Close timing between report and punishment
Sudden performance concerns
Different treatment from coworkers
Inconsistent explanations from management
Emails or comments referencing your complaint

Our team builds timelines, gathers evidence, and exposes the pretext to clearly link the events.

Understand Your Rights in California: Workplace Retaliation Laws

California has some of the strongest anti-retaliation laws in the country.

FEHA Retaliation Protections
- The Fair Employment and Housing Act (FEHA) prohibits retaliation for:
  - Reporting discrimination or harassment
  - Requesting accommodations
  - Opposing unlawful conduct
  - Participating in an investigation
Labor Code §1102.5 (Whistleblower Retaliation)
- Protects employees who report:
  - Illegal activity
  - Safety violations
  - Fraud or misconduct
  - You are protected whether you report internally or externally.
Labor Code §98.6 (Wage-Related Retaliation)
- Protects employees who report:
  - Unpaid wages
  - Unpaid overtime
  - Missed breaks
  - Wage theft
ADA & FEHA (Accommodation-Based Retaliation)
- It is illegal to retaliate against employees for:
  - Requesting accommodations
  - Submitting medical documentation
  - Seeking modifications to perform their job
FMLA/CFRA/PDL Medical Leave Retaliation
- You cannot be punished for:
  - Requesting medical leave
  - Taking time off for a serious health condition
  - Bonding with a new child
  - Recovering from pregnancy or childbirth

Why Choose Ranen Khademi PC

Former Defense Attorneys

We’ve worked on the other side and know how employers and their lawyers build their cases.

Strategic Insight

Our team anticipates defense tactics and builds proactive, evidence-based strategies to counter them.

Personal Attention

You’ll work directly with experienced attorneys who take the time to understand your story.

Proven Results

Our firm has secured significant settlements and verdicts for employees across California.

Hear From Our Clients

“Working with Jeff at Ranen Khademi PC in LA was a genuinely positive experience. Although the firm is relatively new, its deep industry connections and decades of expertise rival those of larger, longer-established firms while delivering a more personalized, high-touch experience. Jeff’s extensive knowledge and network provide invaluable insights, whether you’re exploring potential legal issues or simply seeking guidance.”

“Jeff and the team at Ranen Khademi PC are the best of the best. I would highly recommend them for any employment matter, as they would be your best option to get you what you deserve. They were aggressive, very knowledgeable, transparent and beyond capable of representing me. If you want results, Jeff and team will have your back.”

“Jeff was my attorney and let me tell you that you are lucky if he takes your case. This guy is pure beastmode. I was highly selective in choosing who to partner with and right away you can tell the pro vs the amateurs. It’s really great to have someone that understands, empathizes and most importantly amplifies your voice in speaking up and fighting on your behalf. I will always be grateful for his help and I could not give a higher recommendation. Yelp only allows 5-stars max and I’d easily give him 10+.”

“During a difficult time in my life, I turned to Jeff to assist me & he took a chance on my case! This opportunity led me to meet Parisa, who played an integral role in my case's success. They communicated often with me & explained the process step by step. The support & team effort was outstanding! Everyone on the team, down to the assistant Alexandra, was pleasant & helpful. I am truly grateful to them for making such a difficult time in my life, seemingly a breeze. I would highly recommend Ranen Khademi PC for your legal matters!”

Our Process

Free Consultation

We listen to your story, discuss your concerns, and explain your rights under the law.

Case Evaluation

We thoroughly review your situation, analyze relevant facts, and determine potential claims under both California and federal law.

Negotiation or Litigation

Based on our findings, we seek a fair resolution through negotiation or prepare for trial if needed.

Support Throughout

We keep you informed, answer your questions, and provide compassionate guidance at every stage.

Contact Our California Workplace Retaliation Attorneys Today

If you were punished for reporting misconduct or asserting your rights, you may be entitled to compensation for lost wages, emotional distress, and more.

The attorneys at Ranen Khademi PC are ready to stand up for you and hold your employer accountable.

Serving clients throughout Los Angeles, Riverside, San Bernardino, Orange County, San Diego, the Bay Area, and across California.

Frequently Asked Questions

Workplace retaliation happens when your employer punishes you for engaging in a protected activity, meaning you exercised a legal right. Retaliation can be obvious, such as being fired, or subtle, such as reductions in hours, negative reviews, or exclusion from meetings. If something changed for the worse shortly after you spoke up, you may be experiencing retaliation.

To prove retaliation, you need to show three things:

Protected Activity: You reported misconduct, requested accommodations, took protected leave, or asserted your legal rights.
Adverse Action: You were fired, demoted, written up, had your hours cut, were excluded, or faced any negative job action.
Connection (Causation): Evidence that the adverse action happened because of your protected activity.

Even without direct evidence, retaliation can be proven through patterns and suspicious timing.

No. It is illegal to fire or punish an employee for reporting harassment, discrimination, or any workplace misconduct. If you were terminated soon after filing a complaint or advocating for yourself or a coworker, that is a strong sign of retaliation.

Even if the employer claims the termination was for “performance” or “restructuring,” we often uncover evidence showing the real motivation was the complaint.

Documentation helps, but it is not required to win a retaliation case. Employees can prove retaliation using:

Your own testimony
Witness statements
Timing and patterns
HR or management behavior
A sudden shift in how you were treated
Inconsistent explanations from your employer

The law recognizes that employees don’t always have access to emails, texts, or HR notes. Your experience matters, and we help gather additional evidence to support your claim.

In most cases, you have three years from the date of the retaliatory act to file a claim under California’s Fair Employment and Housing Act (FEHA). But, because deadlines vary and can be easily missed, it’s important to speak with an attorney as soon as retaliation occurs.